RMCtv : Harvard Management Tip of the Day - Are You on the Wrong Career Path, or Is Your Job Toxic?

[POSTMAN]

**Digital Learning Manager ⋅ Royal Mail Group**

No job is perfect. If you’re dissatisfied, demotivated, or demoralized at work, how can you tell whether you’re on the wrong career path—or whether this particular job is toxic? First, discover your “career identity” by evaluating yourself. What are your values, goals, passions, and strengths? And what do you need from your employer to bring your best self to work?

Next, evaluate your employer to figure out where the misalignment is. If they’re meeting your needs—you feel appreciated, included, and respected—but the work itself isn’t lining up with your career identity, it’s likely that you’re in the wrong function. In this case, it might be time to redirect your career path. On the other hand, if you love your work but your employer isn’t meeting your needs, you’re probably in a toxic environment. If you feel comfortable, talk to your manager about your concerns and work together to find solutions. If this conversation doesn’t improve your situation, you should feel empowered to find a new employer who will.



#Jobs for the boys and girls
#Yes, they get paid for posting this s**t

[qwerty2]

Basically they’re saying if you don’t like it f*** off

[Wolf91]

Did Liz Truss write this?

[Jahpostie]

Amateur psychological warfare. Fuc£ing amateurs top to bottom. Laughable.

[Duesouth]

"If you feel comfortable, talk to your manager about your concerns and work together to find solutions".

This part does not work. So many people have went off work due to stress or felt they were picked on, so followed the grievance procedure only to be let down on the other side.

[POSTMAN]

**Digital Learning Manager ⋅ Royal Mail Group**

Harvard Business Review Management Tip of the Day - Dispelling Common Myths About In-Person Work

As the hybrid era unfolds, the benefits of in-person work are increasingly misunderstood. To get the most of your time together as a team, you need to be aware of the common myths about in-person work.

Myth #1: People learn more effectively in person. Because it rarely affords opportunities for meaningful practice and feedback, in-person learning is often less impactful than well-designed virtual learning. Make an effort to regularly design these types of experiences for your team.

Myth #2: In-person events help create (or strengthen) culture. Culture is built upon what your team experiences all day, every day at work—not what they experience when they step away from the normal routine for a workshop, keynote, or holiday party. Don’t depend on these outlier events; commit to building a healthy culture in the day-to-day, hybrid flow of things.

Myth #3: In-person gatherings are necessary to give people a break from screens. Healthy screen habits shouldn’t depend on where your employees are working from. They can—and should—be developed remotely, too. Encourage both your remote and in-office employees to unplug routinely.

Myth #4: Networking and human connection can only happen in person. False! People have long been able to develop meaningful relationships by writing letters and emails and speaking on the phone. Add video calls to that list.



#Jobs for the boys and girls
#Yes, they get paid for posting this s**t

[clashcityrocker]

Myth #2: In-person events help create (or strengthen) culture. Culture is built upon what your team experiences all day, every day at work—not what they experience when they step away from the normal routine for a workshop, keynote, or holiday party. Don’t depend on these outlier events; commit to building a healthy culture in the day-to-day, hybrid flow of things.

Does this mean we will be seeing less of those managerial things where they play silly games?

Where is my invite to the "holiday party"

[POSTMAN]

**Digital Learning Manager ⋅ Royal Mail Group**

Harvard Management Tip of the Day - Managing an Under-Resourced Team

Your team is understaffed and overworked. How can you intervene and support your employees—while continuing to deliver results to your organization? Start by being honest with yourself about what you can (and can't) get done.

With this realistic outlook in mind, evaluate and reprioritize your team's responsibilities based on what’s most valuable to the organization. Which projects can you cut, which require more resources, and which can be delegated externally or to other teams?

Ask your team for their input. Before you make any changes, make sure to also communicate with all your team's stakeholders to reset expectations around your new strategy.

Finally, consider requesting more staff. Even if it’s not in the cards right now, making the case early could put you at the top of the list when budget allows.


#Parody-an imitation of the style of a particular writer, artist, or genre with deliberate exaggeration for comic effect.

[k979aaa]

**Digital Learning Manager ⋅ Royal Mail Group**

Harvard Management Tip of the Day - Managing an Under-Resourced Team

Your team is understaffed and overworked. How can you intervene and support your employees—while continuing to deliver results to your organization? Start by being honest with yourself about what you can (and can't) get done.

With this realistic outlook in mind, evaluate and reprioritize your team's responsibilities based on what’s most valuable to the organization. Which projects can you cut, which require more resources, and which can be delegated externally or to other teams?

Ask your team for their input. Before you make any changes, make sure to also communicate with all your team's stakeholders to reset expectations around your new strategy.

Finally, consider requesting more staff. Even if it’s not in the cards right now, making the case early could put you at the top of the list when budget allows.


#Parody-an imitation of the style of a particular writer, artist, or genre with deliberate exaggeration for comic effect.

Too many chiefs and not enough indians springs to mind!

[Clappedoutpostie]

**Digital Learning Manager ⋅ Royal Mail Group**

Harvard Management Tip of the Day - Managing an Under-Resourced Team

Your team is understaffed and overworked. How can you intervene and support your employees—while continuing to deliver results to your organization? Start by being honest with yourself about what you can (and can't) get done.

With this realistic outlook in mind, evaluate and reprioritize your team's responsibilities based on what’s most valuable to the organization. Which projects can you cut, which require more resources, and which can be delegated externally or to other teams?

Ask your team for their input. Before you make any changes, make sure to also communicate with all your team's stakeholders to reset expectations around your new strategy.

Finally, consider requesting more staff. Even if it’s not in the cards right now, making the case early could put you at the top of the list when budget allows.


#Parody-an imitation of the style of a particular writer, artist, or genre with deliberate exaggeration for comic effect.

Tell’em to focus on the Tracked & Specials.